The World and Modern Science

Theoretical Foundations Organizational Learning Information and Knowledge: Differences and Relations This section begins by establishing the difference and relationship between the terms information and knowledge, for the principle of intelligibility in this document and considering that as Organizational Learning particular, this relates to the construction, implementation and knowledge management in organizations. In many cases there is a tendency to understand, use and believe that access to much information is the same as access to knowledge. Perhaps one reason for this confusion has to do that for many authors the ability to create knowledge is related to a large extent, access to information and confused the boundary between both concepts. For its part, Dretske (1981) argues that the information can be considered in two ways: syntactically (by volume it has) and semantically (by meaning you own). The semantic aspect of information is more important for the construction of knowledge, because it focuses on the meaning expressed. In this way, information is considered, a flow of messages and knowledge is created precisely for this flow of information, anchored in the beliefs and commitment of its holder.

This explanation emphasizes that knowledge is essentially related to human action, knowledge has been defined theoretically as true and justified beliefs acquired empirically. This is operationalized, to understand knowledge as a sequence, a continuum from data to information and knowledge thereof, which becomes with time and experience that grows up to become knowledge. For Nonaka and Takeuchi (1999), knowledge is similar to the information, other than her and are relational.

To manage our time, it is imperative that we know how important a clear distinction (the task that leads us to achieve our objectives) of the Emergency (the task is conditioned by the time factor), and that focus all our energy and effort into developing Important tasks are not urgent yet, as this will allow us to perform them with greater confidence, and therefore less pressure, tension and stress, facilitating its implementation with a higher quality and preventing them from becoming well-urgent tasks (ie, important and urgent). Certainly, no one escapes, it is not possible to foresee, plan, or program the full (100%) of the tasks, as many appear to unforeseen and unexpected.

However, it is very important that these are the exception and not the general trend that we assume that we are always acting as “putting out fires”, ie as “fire”, having to act on the important tasks that have become in Urgent and the consequent energy, tension and stress that would be created. Knowledge systematically and to establish our priorities right, in our daily tasks such as periodic, is critical to the success of our management. The use of any of the methods, successfully tested, which is already in the market (ABCDE, Pareto …) will help us greatly to achieve that function. The Art of Delegating will be no certainly one of our most important allies in our Time Management and much of our life. It is imperative to share the Rockefeller famously “Do not make yourself never what can be done by another.

This in turn composed of a series of competencies that determine how we relate to ourselves, this intelligence comprises three elements: self-awareness. Self-regulation or self-control. Self motivation. Self-consciousness is the ability to recognize and understand oneself one’s own strengths, weaknesses and moods, emotions and impulses, and the effect these have on others and on the job. This competition is manifested in people with skills to judge themselves realistically, they are aware of their own limitations and honestly admit their mistakes, which are sensitive to learning and have a high degree of self-confidence. Self-regulation or self-control is the ability to control our own emotions and impulses to adapt to a goal of taking responsibility for one’s actions, thinking before acting and to avoid premature judgments. People who possess these skills are sincerity and integrity, control stress and anxiety about compromising situations and are flexible to changes and new ideas.

Self motivation is the ability to be in continuous search and persistence in achieving goals by tackling problems and finding solutions. This competition manifests itself in people who show great enthusiasm for his work and for achieving the above goals simple financial reward, with a high degree of initiative and commitment. Interpersonal Intelligence ability to understand others, that things motivates them, how they operate, how to interact properly with them. Ability to recognize and react to humor the temperament and emotions of others. Empathy is the ability to understand feelings, needs and problems of others, putting in place, and properly respond to their emotional reactions. People are those capable of empathic listening to others and understand their problems and motivations, which usually have a lot of popularity and social recognition, which anticipates the needs of others and exploit opportunities offered by others.

Social skills is the talent in the management of relations are others, namely to persuade and influence others. Those with social skills are excellent negotiators, have a great ability to lead groups and to drive change. No matter how old and experts as we are, no matter how well trained academically we feel there is always a way for improve, to reevaluate, to restart, to redirect our life mission and our values into our work, our family, our profession and our society.